The document discusses how human resource management functions can help a company's long-term profitability. It describes how staffing, development of workplace policies, compensation and benefits administration, retention, and training and development can positively impact productivity, employee commitment and motivation, and the company's ability to adapt to changes. The document also discusses how the company determines when employees are becoming disengaged and how it deals with disengaged workers.
The document discusses how human resource management functions can help a company's long-term profitability. It describes how staffing, development of workplace policies, compensation and benefits administration, retention, and training and development can positively impact productivity, employee commitment and motivation, and the company's ability to adapt to changes. The document also discusses how the company determines when employees are becoming disengaged and how it deals with disengaged workers.
The document discusses how human resource management functions can help a company's long-term profitability. It describes how staffing, development of workplace policies, compensation and benefits administration, retention, and training and development can positively impact productivity, employee commitment and motivation, and the company's ability to adapt to changes. The document also discusses how the company determines when employees are becoming disengaged and how it deals with disengaged workers.
The document discusses how human resource management functions can help a company's long-term profitability. It describes how staffing, development of workplace policies, compensation and benefits administration, retention, and training and development can positively impact productivity, employee commitment and motivation, and the company's ability to adapt to changes. The document also discusses how the company determines when employees are becoming disengaged and how it deals with disengaged workers.
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HUMAN RESOURCE
MANAGEMENT WORKSHOP 1
Student’s name: ĐỖ NHƯ QUỲNH
Student’s ID: 10220710 Company’s name: X20 Joint Stock Company Industry: Textile and Garment Technology The number of employees: around 300 workers Reason: My relative is the HRM manager of company content 03 What is unique about how HRM in your company helps the company’s long-term 01 How the functions of HRM can help a company’s long- profits? term profitability? 04 How does the company know Which functions are most when employees are becoming 02 likely to have the biggest disengaged impact? 05 How does the company deal with disengaged employees? 01 How the functions of HRM can help a company’s long-term profitability? Functions of HRM Staffing - involves the entire hiring process from posting a job to negotiating a salary package a worker who is suitable for the assigned job will increase the work productivity Development of workplace policies - ensure fairness and continuity within the organization enable managers to be flexible and adapt to changes required in pursuing excellence – buck the social trend Compensation and benefits administration - includes anything the employee receives for his or her work ensuring that employees are committed to their jobs, teams, departments and the entire organization – satisfying workers can keep workforce
(Human Resource Management (2016) by University of Minnesota)
(Fundamentals of Human Resource Management: Emerging experience from Africa, African Studies Centre (2011) Itika, J.S.) Functions of HRM Retention - involves keeping and motivating employees to stay with the organization energetic workers will grow the work productivity and stable staffs -> stable company Training and development - make sure they not only are trained to do the job but also continue to grow and develop new skills in their job higher productivity Dealing with laws affecting employment - be aware of all the laws that affect the workplace be aware of changes taking place and then communicate
(Human Resource Management (2016) by University of Minnesota)
(Fundamentals of Human Resource Management: Emerging experience from Africa, African Studies Centre (2011) Itika, J.S.) “Management selects HR strategies to fit and support its business strategies and organizational structure” (Mejia, 2012, p54) 02 Which functions are most likely to have the biggest impact? Retention Training and Staffing development Similarities the power of the organisation depends on the nature of the workforce
Retention involves keeping Training is also a key
Using people as valuable and motivating employees component in employee resources to stay with the motivation. Employees who Recognise and appreciate organization. However 90 feel they are developing Differences the need for putting people percent of managers think their skills tend to be at the top of the agenda in employees leave as a result happier in their jobs, which achieving organisational of pay, while it is not at all. results in increased objectives (Rivenbark, 2010) employee retention.
The human resource
Impact The entire company The productivity of work management department
(Human Resource Management (2016) by University of Minnesota)
(Human Resource Executive Online: HR Implications of Healthcare Reform (2010) Cappelli, P.) The function is most likely to has the biggest impact is Staffing What is unique about how HRM in your 03 company helps the company’s long-term profits? “X20 Joint Stock Company has some special treatment to develop the HRM department. We focus on Compensation and benefits administration section. We determine that compensation is fair, meets industry standards, and is high enough to entice people to work for the organization, make sure the pay is comparable to what other people performing similar jobs are being paid. This involves setting up pay systems that take into consideration the number of years with the organization, years of experience, education, and similar aspects.” (Le Thi Hai – HRM manager of X20 Joint Stock Company) Theory Reality
Pays Health benefits Retirement plans Stock purchase plans Vacation time Sick leave Bonuses Tuition reimbursement 04 How does the company know when employees are becoming disengaged? “We separate the whole company into 7 teams and each team has 1 observer who manage all of the attitude, the productivity in work of each worker” (Le Thi Hai, 2023 – HRM manager of X20 Joint Stock Company) symptoms:
Overdue Productivity fall Quit works
Easily be emotional Work progress
(Le Thi Hai. 2023)
05 How does the company deal with disengaged employees? “Our company have different policies for differnt types of disengaged worker. For example, with labours who are not create enough required values for the company, we will take no notice on them. However, with skilled labours and talent who increase the company’s profit, we will have a conversation to solve their problems within an acceptable range” (Le Thi Hai – HRM manager of X20 Joint Stock Company) The changing nature of the modern business organization
● Increasing pressures on ● Communication and information
organizations to be more technology breakthroughs, competitive, agile, and customer especially mobile technologies and focused—to be a "lean the Internet that enable work to be enterprise." separated from time and space.
Changes in technology have had a tremendous impact
on many nonprofit and public organizations. The introduction of “egovernment” is changing the way organizations are structured and how work is organized and managed. (Joan E. Pynes, 2009, p11) Key organizational changes Reduced New Blurred Teams as basic Continuous hierarchical management boundaries building blocks change structure perspective
(The Changing Nature Of Organizations, Work, And
Workplace (2016) Judith Heerwagen, Ph.D., J.H. ) REFERNCE LIST 1. University of Minnesota (2016), “Human Resource Management”, accessed March 8, 2023 Available at: https://open.lib.umn.edu/humanresourcemanagement/chapter/1-1-what-is-human-resources/ 2. Itika, J.S. (2011), “Fundamentals of Human Resource Management: Emerging experience from Africa, African Studies Centre”, accessed March 18, 2023 Available at: https://www.ascleiden.nl/publications/fundamentals-human-resource-management-emerging-experiences-africa 3. Cappelli, P., “HR Implications of Healthcare Reform,” Human Resource Executive Online, March 29, 2010, accessed March 18, 2011, Available at: http://www.hreonline.com/HRE/story.jsp?storyId=379096509. 4. Judith Heerwagen, Ph.D., J.H. Heerwagen & Associates Kevin Kelly and Kevin Kampschroer (2016) “The Changing Nature Of Organizations, Work, And Workplace”, accessed March 19, 2023 Available at: https://www.wbdg.org/resources/changing-nature-organizations-work-and-workplace 5. Mejia, L.R.G.; Balkin, D.B.; Cardy, R.L. (2012) Managing Human Resources 7th ed; Pearson, page 54, accessed March 19,2023 6. Pynes, J.E. (2009), Human Resources Management for Public and Nonprofit Organizations, 3 rd Ed, Wiley and Sons page 11, accessed March 19,2023 PRESENTATION NOTE Staffing - involves the entire hiring process from posting a job to negotiating a salary package a worker who is suitable for the a Development of workplace policies - ensure fairness and continuity within the organization enable managers to be flexible and adapt to changes required in pursuing excellence – buck the social trend Compensation and benefits administration - includes anything the employee receives for his or her work ensuring that employees are committed to their jobs, teams, departments and the entire organization – satisfying workers can keep workforce Retention - involves keeping and motivating employees to stay with the organization energetic workers will grow the work productivity and stable staffs -> stable company Training and development - make sure they not only are trained to do the job but also continue to grow and develop new skills in their job higher productivity Dealing with laws affecting employment - be aware of all the laws that affect the workplace be aware of changes taking place and then communicate THANKS FOR LISTENING
